Organizations afraid or unable to embrace new technologies fall behind in their ability to innovate and create better customer experiences and, as a result, can lose out to competitors who are further along in digital transformation.
There are some simple ways to gain a full 360-view of your client’s situation to create and deliver an impactful training solution. The secret is to conduct a thorough needs analysis. Here are five tips to consider.
We must do our best to understand the root causes of training requests in order to realize our impact on the business in behavior changes and, ultimately, some form of return on investment.
There’s been a revival of discussion lately on popular forums, including LinkedIn, about the relevance of learning and development as a business entity within a company. Many L&D professionals lament they have been reduced to “order-taking."
By completing a training needs analysis, you can identify the performance gap and figure out if training is the right solution.
“I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail,” Abraham Maslow, one of the pioneers in the psychology and training field, once said.
L&D holds an important position in an organization. The quality of the training that L&D creates must not only meet instructional design standards but also the standard of purpose, which we characterize as business or operational goals.